TCG Lifesciences is a drug discovery and contract research organization (CRO) headquartered in Kolkata, India, providing integrated discovery services across chemistry, biology and informatics. The company supports small-molecule and biologics projec...
"I joined as a research associate straight out of college and learned faster than I expected. The hands-on lab work is intense but rewarding, and my teammates are always willing to help when an experiment goes sideways."
"I appreciated the friendly vibe in my first year. You will find people who enjoy sharing protocols and troubleshooting together. At the same time, there are pockets where communication could be better — especially across teams."
Overall, employees often say that working at TCG Lifesciences gives meaningful exposure to real-world projects. New hires will get stretch assignments, and mid-level staff report a mix of mentorship and independence. If you like practical lab experience, you will likely find colleagues who care about the science.
The company culture at TCG Lifesciences leans scientific first — there is a strong emphasis on rigour, reproducibility, and meeting project milestones. Teams are collaborative and driven by deadlines, but they also celebrate small wins like a successful assay or completed study. While the environment rewards competence and ownership, it can feel hierarchical in some groups where senior scientists set the pace.
There is a palpable focus on results and client delivery, which shapes behaviors and norms. For job seekers, understanding the balance between scientific excellence and operational pressure is important when evaluating company culture at TCG Lifesciences.
Work-life balance at TCG Lifesciences depends heavily on role and project phase. If you are in a client-facing or deadline-heavy study, you will have periods of extended hours and occasional weekend work. Laboratory roles often require a physical presence, so flexibility is limited compared to purely desk-based positions.
That said, many employees report reasonable day-to-day schedules outside of peak project windows. Managers may allow shift adjustments or comp time after intensive stretches, which helps maintain personal commitments.
Job security is generally stable for full-time, core team members. Contract-based staffing does introduce variability; project-specific hires may face more turnover once a study concludes. There is some dependence on client pipelines, and that will influence hiring and retention decisions.
The company tends to avoid abrupt layoffs for long-term employees and will often redeploy staff internally when feasible. However, there are occasional reorganizations tied to business priorities.
Leadership is technically strong with leaders who understand the science. Strategic direction tends to be pragmatic and client-focused. Communication from the top is consistent, though not always deeply granular. Senior management emphasizes delivering quality and maintaining compliance, which sets a clear tone across teams.
Management styles vary by department; some leaders are very hands-on with mentoring while others focus on outcomes and expect teams to self-manage.
Managers receive mixed reviews. Positive notes highlight approachable supervisors who invest time in career guidance and technical training. Critical feedback points to variability in people skills — some managers can be directive and tightly deadline-driven, which can be stressful during peak periods.
If you prefer structured feedback and clear objectives, you will likely do well. If you need continual handholding, choose teams with mentors who have strong reputations.
The company offers structured onboarding, occasional in-house workshops, and access to external training for technical skills. Employees can attend conferences and seminars, subject to project timelines and budget. Formal L&D programs are improving, and there are opportunities for cross-functional learning.
Hands-on learning is a big part of development; you will learn by doing, which accelerates technical growth.
Promotion paths exist but are competitive. Advancement is typically performance-driven and tied to demonstrable technical contributions, leadership potential, and client impact. Time to promotion can vary; high performers may move faster, while others may wait for periodic review cycles.
If you are proactive about documenting achievements and seeking stretch roles, chances of advancement improve.
Salaries are market-competitive for a contract research organization, but they will vary by location and seniority. Typical ranges observed:
Bonuses are generally performance-linked and modest. There is a mixture of annual performance bonuses and occasional project completion incentives. Bonus eligibility is tied to individual performance reviews and business results. Employees should not expect large variable pay, but consistent performers can receive meaningful rewards over time.
The company provides standard health insurance and employee welfare schemes. Benefits typically include group medical coverage, statutory provident fund contributions, and basic life insurance. Maternity and some wellness initiatives are in place. Coverage levels may vary by role and location, so it is advisable to review the specific policy during onboarding.
Teams organize regular knowledge-sharing sessions, occasional team outings, and annual celebrations. Town halls and all-hands meetings are used to share business updates. Engagement efforts are earnest and help build camaraderie, though smaller teams may run their own social activities independently.
Remote work support is limited for laboratory and client-facing roles, since experiments require on-site presence. For administrative, bioinformatics, and some analytics positions, hybrid arrangements are possible. The company provides basic IT support for remote work where applicable, but remote flexibility will depend on the function.
Average working hours tend to be around 9 to 10 per day for lab staff, including setup and cleanup time. Office and analysis roles may have more standard 8–9 hour days. Extended hours are most common around important deadlines or critical experimental phases.
Attrition is moderate and is influenced by the contract research industry dynamics. There have been no widely reported, large-scale layoffs; turnover is driven more by project cycles and individual career moves. Retention is better among employees who find a clear technical growth path.
Overall, the company offers solid technical exposure, practical learning, and a collaborative scientific environment. There are trade-offs: you will face periodic workload spikes and some variability across managers and teams. For those who prioritize hands-on experience and career growth in life sciences, this is a company that rewards competence and initiative. The overall rating would be favorable for people seeking real lab-based work and steady professional development.
Read authentic experiences from current and former employees at TCG Lifesciences
Great exposure to early stage drug discovery work, supportive manager, structured training programs and regular knowledge-sharing. Collaborative teams and modern lab equipment help you learn fast.
Compensation could be more competitive with larger CROs and occasionally experiments require long hours.
Hands-on lab work, good exposure to analytical instruments and standard CRO processes. I learned a lot technically in my role.
Limited salary growth and promotions are slow. Internal communication can be bureaucratic and workload fluctuates with project demands leading to occasional long days.
